Addressing Performance Problems Case Study
Check out this case study that illustrates the four steps outlined in our article on addressing performance problems: reflect, check in, assess, consider and decide.
Performance Problems
Four Steps for Addressing Performance Problems
What do you do when someone isn’t performing well—they’re not meeting expectations, hitting goals, or demonstrating the must-haves of their role? How much should you invest in performance improvement? When is it time to let someone go? And, how the #@$% do you decide? These four steps will help you navigate the tricky processes of addressing performance problems.
Performance Improvement Plan Toolkit
A Performance Improvement Plan (PIP) is a written plan with clear steps to help your staff member get to the expected level of performance for their role. This toolkit includes two resources: 1) a preparation worksheet for managers, which can be helpful whether or not you’re ready for a formal PIP; and 2) a template for a written Performance Improvement Plan you can fill in and share with your staff member.
How to Approach Tricky Performance Improvement Plans
Here are some tricky performance scenarios our clients have encountered, and suggestions for designing a responsive performance improvement plan.
Frequently Asked Questions About Performance Problems
How long should you give someone to improve after warning them? What should I do when someone isn’t meeting expectations, but I can’t pinpoint concrete things they messed up either? Here are some questions that we often hear regarding performance problems.
How to Give Feedback about Defensiveness
Read this article for advice on what to do when a staff member responds to feedback with defensiveness.
Practice Giving Feedback for Evaluations
Giving effective feedback requires practice. This small group activity can help managers practice different types of feedback in preparation for performance evaluations.
How to Coach a Disorganized Staff Member
Here’s our advice about coaching a disorganized staff member. (Note: you can apply these tips to coaching about other issues too!)
Two Truths and a Lie About Feedback
Hesitant about giving feedback to staff or coworkers? We address common misconceptions so you can build a feedback culture and strengthen relationships in the process.
Informal Performance Warning – Sample Script
Here’s an example of what an initial, informal warning conversation might sound like with an employee who’s struggling.